AKMV 
Establishment of a Temporary Employment Agency
Understand ADZ licensing requirements, permitted roles, obligations, and compliance for temporary employment agencies.
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Temporary employment agency for sale
Are you interested in assigning employees to a client and do you need a temporary employment agency for your business? If you need to start your business activities immediately, buying an already established temporary employment agency may be the most suitable choice for you.
price 6 000 €
All fees included
couple of days
100% guarantee
Tip
With each of the companies, you have a 100% guarantee of the company’s cleanliness, as all agencies are prepared for sale by our LAW FIRM.
Additionally, if you are interested, we can provide legal services for agency employment and draft the necessary contracts.
You will receive a FREE initial consultation regarding the obligations of a TEA and its business operations.
You will get complete service not only for the purchase but also a reliable partner for the future.
CALL +421 948 560 483 OR WRITE TO OFFICE@AKMV.SK
With each of the companies, you are 100% sure of the purity of the company, as all agencies were prepared for sale by our law office.
What is included in the price of the finished ADZ?
A ready-to-use employment agency will cost you 6,000 EUR, and the price already includes all fees such as:
- establishment of a company
- transfer of agency to a new entity including all fees
- administrative fee of the labor office
- an administrative fee for making changes in the agency during transcription
- related legal advice – we will provide you with legal advice to help you start your agency. We will inform you about your obligations regarding the authorities and what to pay attention to in your business activities. Additionally, we will support you in your business – we advise our clients on agency operations even after the acquisition. We notify them of important deadlines regarding their legal obligations.
Price and time difference when establishing or buying ADZ
If you are just starting a business, it is necessary that you establish a business or Ltd.. The courts are currently so overloaded that when establishing a Ltd. at the moment, you have to count on the time of several weeks. If you are founding a company and you already know at the time of founding that you want to do business in the field of assigning employees for payment, our law office will choose the most suitable procedure to save the client as much time as possible.
Ltd. or the business is established, what next?
As soon as you have an entity where you want to perform ADZ activity, you must apply for a license. With the application, it is necessary to document various confirmations and also develop a project of one’s own ADZ activity. As soon as the application is complete, you can apply for the aforementioned permit. The Labor, Social Affairs and Family Center has 30 days from the submission of the application to issue a permit.
How much does it cost to establish a temporary employment agency?
- Establishment of a new Ltd. including VAT and fees EUR 820 (if the client also needs to establish a new company)
- Legal services for obtaining an ADZ license (1,200 EUR including VAT). The price of legal services depends on the cooperation of the client, whether he/she creates the project for ADZ himself or leaves the whole process to our lawyer. If you decide to leave the whole process to us, the price is at the upper limit
- The fee of the headquarters of work, social affairs and the family EUR 930
Legal services after starting ADZ business
Our law firm has several years of experience in the field of job assignment for payment. If you use our legal services, the client is regularly informed if there are any changes in the law or if new legal obligations are added. This way, you avoid the risk of having your license revoked.
How to Keep Records of Agency Employees?
Starting in 2024, the activity report is submitted through the Provider Portal.
Obligations of a Temporary Employment Agency
(1) A temporary employment agency is required to:
- a) Ensure the protection of personal data of temporary agency workers according to specific regulations,
- b) Enable the temporary agency worker to exercise the right to freedom of association and the right to collective bargaining,
- c) Provide temporary agency workers access to professional training or skill acquisition, even before their assignment or between assignments to user employers, to enhance their employability,
- d) Provide temporary agency workers access to childcare facilities,
- e) Create conditions for monitoring compliance with generally binding legal regulations in the field of employment services, provide information and documents to the control authorities,
- f) Keep records of temporary agency workers that contain data in the scope specified in Annex No. 1, letter J, for the purpose of letter g), see the Provider Portal,
- g) Provide the Labor Office with a report on its activities for the previous calendar year, along with data from the records under letter f), by March 31 of the following calendar year, through an electronic form submitted to the information system for employment services purposes,
- h) Hold equity of at least 30,000 EUR; the Labor Office verifies the fulfillment of this condition in the public part of the register of financial statements.
(2) The Labor Office may suspend the operations of a temporary employment agency based on a proposal according to paragraph 3 until deficiencies are corrected or revoke the permit for operating a temporary employment agency. The Labor Office shall revoke the permit for operating a temporary employment agency if:
- a) The temporary employment agency did not assign temporary agency workers within one year,
- b) The temporary employment agency failed to fulfill the obligation under paragraph 1, letters f) to h), or provided false information in the activity report,
- c) The temporary employment agency has been fined for violating the prohibition of illegal employment.
(3) A proposal to suspend or revoke the permit of a temporary employment agency may be submitted by:
- a) The relevant tax office, which identified a violation of tax regulations,
- b) The relevant office, which identified a violation of employment services regulations,
- c) The relevant labor inspectorate, which identified a violation of labor law regulations, regulations prohibiting illegal work and employment, and regulations in the field of occupational health and safety,
- d) The Social Insurance Agency, if it identified non-compliance with obligations related to social insurance contributions and mandatory pension savings contributions,
- e) Employee representatives, if a violation of labor law regulations was identified during an inspection according to specific regulations,
- f) An individual who has been harmed by the activities of the temporary employment agency.
References from clients
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Questions from the legal advice room
Temporary Employment Agency FAQs
Find answers to common questions about operating a temporary employment agency, legal requirements, and specific regulations for third-country nationals and...
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